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0:08Skip to 0 minutes and 8 secondsSUBJECT 1: And they're thinking-- you were saying, George, a bit-- how do you get that initial feeling about somebody? And we're living in a multimedia world, now. Maybe, as part of your LinkedIn page, what you've got is a very brief podcast, so that somebody can see you and get a feel for you.

0:38Skip to 0 minutes and 38 secondsSUBJECT 3: And I also think choice of vocabulary that you use is really important. And you're asking, how do you communicate personality? For example, you can say, "I'm passionate about," "I'm committed to," "I'm proud of," "I'm highly motivated." These are ways of conveying that personality aspect that you can always measure, but, again, will help a CV to stand out from another CV that just records the facts.

1:14Skip to 1 minute and 14 secondsSUBJECT 2: Punctuation and grammar. That really-- I had a great CV, recently, but the grammar and the punctuation was terrible. And I'm thinking, OK, maybe not everyone was applied at certain subjects at school, but that's kind of a schoolboy error, you know? Really, before you send that on, that's a snippet of your professionalism. And If you can't get that right on the step one, then--

1:40Skip to 1 minute and 40 secondsSUBJECT 1: And I think, as well, get somebody to proofread it for you. Because if you know that's a weakness, and you're not good at it, get somebody else to have a look at it. Just so that you don't make those mistakes before you send it off.

1:50Skip to 1 minute and 50 secondsSUBJECT 2: Because, again, that could be the difference between, I'll read again pile, and I won't read again pile. Just a little small snippet.

2:00Skip to 2 minutes and 0 secondsSUBJECT 2: Well, what I think is, research the company that you're applying for. Know the products, know their vision and where the company wants to be. Can you align your views with that company? If so, then you're already on a good fit.

2:13Skip to 2 minutes and 13 secondsSUBJECT 1: And it's something to talk about at interview, because it might well be something that that company's doing. And I won't mention any company names, here, but a company that does a lot of work in the third world country, developing the local community, that might be something that somebody could say, well, actually, I had a look at your website. I was really impressed by what you're doing in South America, or the rainforest And the company, if they're involved in that, they could be quite happy.

2:39Skip to 2 minutes and 39 secondsSUBJECT 2: That's one of my first questions, when I take some of these interviews, have you looked at my website? And straight way, if they say no, I'm thinking, well, how interested are you in this position? And if they can say, yes, and then give you some introduction of, I liked this, I liked this. Then, strictly, you're thinking, OK, you've done your homework.

2:59Skip to 2 minutes and 59 secondsSUBJECT 3: Employers appreciate that candidates are applying for many jobs, but we want the candidate to really demonstrate that they want to work for this company, in this role. And that's got to come across, as well. And if you're tempted to copy and paste, just watch what you're putting in, because it can reveal you're applying for many jobs and not really too concerned about this particular one. And you can actually put the wrong company information down, and that's really detrimental, because it shows you're copying and pasting.

3:39Skip to 3 minutes and 39 secondsSUBJECT 1: And I think that's a good point, because we know that people are out there that are applying for lots of different jobs. And I think key is to look very closely at the job description, and make sure that your skills, that you already have, are matched to what that company needs, and you'll be aware of that, obviously. It's important to the employer that you have what they're looking for. And, again, to keep it fairly brief, two pages, because an employer, the last thing they need is 40 or 50 CVs that are about 5 or 6 pages long, and they just don't have the time for it.

4:26Skip to 4 minutes and 26 secondsSUBJECT 2: No, I don't think so. Because, I suppose, too many cooks spoil the broth. If you get somebody that's, maybe, say you're a strong-willed individual. You maybe don't want a strong-willed individual. You maybe want them to grow into that strong-willed individual, but you really want to be able to mould somebody to work in your vision, and make sure you represent your vision. Rather than saying, well, hold on a minute. I want to take in this direction. Say you're not in your business on a day-to-day basis, and that person's maybe got different ideas. So I think, yes, somebody that has a mind, but also somebody that you think can follow out the company's vision.

5:08Skip to 5 minutes and 8 secondsSUBJECT 1: I think [INAUDIBLE] somebody that has a capacity for everyday leadership. That you know you can leave them in the office, or a building site, whatever it happens to be, and you don't have to worry about them. You know that person's responsible, even if they're quite young. They're maybe 16, new into the workplace, or a graduate, or somebody who's come from another company, you can rely on. You don't have to worry if you walk away and you have to leave them. Exactly.

5:32Skip to 5 minutes and 32 secondsINTERVIEWER: And you are involved and have been involved in a number of businesses. How important is that for you, the idea that you can leave your company or companies in safe hands?

5:41Skip to 5 minutes and 41 secondsSUBJECT 5: Yeah, that is important. Because, obviously, you've got a level of service. And you can't be there all the time, 24/7. So it is important. But on that note, I have older ladies that work for me, and-- well, I make sure of ladies that work for me-- and I would see the younger ones, which are the ones that were really kind of discussing to the other ones that want to take on the responsibility. You know, I've got an 18 year old there, and she's now doing the banking every night, and she's doing the forms. She's opening for me. She's closing for me. Whereas the older ones are like, oh, no, Angie, I don't want the keys.

6:22Skip to 6 minutes and 22 secondsSUBJECT 5: I don't want to do-- You know, they don't want that. So yeah, it's very important. And as I say, sometimes the youngsters are better at it and more up for it than the older ones.

6:39Skip to 6 minutes and 39 secondsSUBJECT 5: Yeah, and they want to move on and do well. And for me, that's great, because I've got them to that stage, and I trust them. And I'm happy for them to do all these jobs for me. So yeah, very important.

6:53Skip to 6 minutes and 53 secondsINTERVIEWER: Thank you very much. I'm delighted to hear that pretty much everything that's been mentioned has turned up at one point on the course.